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就业期望偏差可以很好地透视高校毕业生的就业问题,所开展的问卷调查显示高校毕业生在就业地区、就业行业,以及就业起薪等方面均存在明显的期望和实际之间的偏差,这反映了高校毕业生就业中的结构性问题和就业质量问题。基于此,就业期望偏差信息可用于引导高校毕业生就业市场的调控和改进高校就业服务。 相似文献
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毕业生就业工作是高校教育的最终环节,关注毕业生,就是关注高校自身发展。毕业生就业思想教育是否到位,直接关系到毕业生就业力和就业质量。本文主要从完善高职院校毕业生就业服务、开展毕业生就业思想教育方面,谈促进的高职院校学生的就业问题。 相似文献
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本文针对当前严峻的毕业生就业问题进行分析,说明毕业生就业能力的现状,再提出相应的有效措施,从而有效加强高职院校毕业生的创业意识,提升毕业生的就业能力,最终有效改善毕业生就业难的问题。 相似文献
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文章以大学生教育为主线,以提高大学生就业胜任力为目的,反思目前我国高校毕业生就业管理机制存在的问题,从大学生就业价值观、大学生人本教育理念2个方面提出适应我国高校就业管理工作的新模式,从而期望以更为科学有效的方式开展高校毕业生就业指导工作,提高毕业生就业能力,解决毕业生就业问题。 相似文献
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文章以大学生教育为主线,以提高大学生就业胜任力为目的,反思目前我国高校毕业生就业管理机制存在的问题,从大学生就业价值观、大学生人本教育理念2个方面提出适应我国高校就业管理工作的新模式,从而期望以更为科学有效的方式开展高校毕业生就业指导工作,提高毕业生就业能力,解决毕业生就业问题。 相似文献
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文章以大学生教育为主线,以提高大学生就业胜任力为目的,反思目前我国高校毕业生就业管理机制存在的问题,从大学生就业价值观、大学生人本教育理念2个方面提出适应我国高校就业管理工作的新模式,从而期望以更为科学有效的方式开展高校毕业生就业指导工作,提高毕业生就业能力,解决毕业生就业问题。 相似文献
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各类就业困难群体中,高校毕业生就业困难群体人数众多,解决好他们的就业是解决高校就业问题的关键所在。本文就是在对高校各类就业困难群体简述的基础上,从高校、就业困难学生自身这两个角度去分析原因,并给予各类就业困难毕业生提出针对性的指导与帮助。 相似文献
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Bruce E. Kaufman Michael Barry Adrian Wilkinson Rafael Gomez 《Human Resource Management Journal》2021,31(1):65-92
This paper constructs alternative balanced scorecards based on high‐performance work system (HPWS) and employment relations system (ERS) models. The models are depicted and compared in diagrams and used as framework skeletons for building separate HPWS and ERS scorecards, intended to provide a detailed data picture of the operational health and performance of an organization's employment/HR system and its operations, processes, and inputs/outputs. The scorecards are filled in with nationally representative data from 2,000+ U.S. workplaces using more than 50 employment/HR indicators, as reported by separate panels of managers and employees. The indicators for each workplace are aggregated into an overall HR/employment system score, ranked from low‐to‐high, and graphed as frequency distributions. These distributions provide a unique snapshot picture of the mean and dispersion of the state of employment relations and HR system performance for companies across the United State. They also reveal that “models matter” since the HPWS and ERS scorecards provide distinctly different evaluation assessments. 相似文献
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ERIN SKARBEK 《American journal of economics and sociology》2012,71(3):539-561
Using evidence from field interviews, this article examines the alternative employment opportunities of thirty‐one sweatshop factory workers in El Salvador and their perceptions about what types of non‐monetary benefits they receive in their current employment. Interview subjects provide insights into the benefits of their own and peers' employments, their next‐best alternative employment, and other aspects of total compensation. We find that workers perceive factory employment to provide more desirable compensation along several margins. 相似文献
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本文分析了企业所需商科大学生的素质,使在校大学生在大学学习期间进行就业准备,为学校提供未来就业指导工作的资料,也为商科人才教学模式改革提供思路。 相似文献
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Anatoli Vassiliev Author VitaeAuthor Vitae Yves Flückiger Author Vitae José V. Ramirez Author Vitae 《Socio》2006,40(3):169-186
Regional employment offices provide placement services to job-seekers and employers and organize active labor market programs. In this paper, we carry out a quantitative evaluation of the employment offices’ performance in Switzerland based on production efficiency measures. We use Data Envelopment Analysis (DEA) to estimate the performance of all employment offices and then account for factors in the local operating environment that are outside managerial control. This approach, and the ranking of employment offices, may easily be interpreted by policymakers and provides guidelines for raising the efficiency of the public employment service. Our findings suggest that there is considerable room for improved efficiency in employment service, which could lead to a lower level of structural unemployment. We also find that differences in the external operating environment have a significant influence upon the efficiency of employment offices. 相似文献
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For many years interviews and written applications required the job applicant to provide answers to a wide range of questions. Initially the employer could and did ask questions on any subject in which he/she had an interest, including those of a personal nature. If the prospective employee refused to provide the information, the application was simply discarded without regard for any issues arising, involving discriminatory/disparate treatment or disparate impact on the job applicant. This article examines national and regional retail outlet employment applications. Our examination of these employment applications considers the information each application solicits, whether those questions seek information that would likely reveal an applicant's membership in a protected class, and thus to what degree retail employment applications create a discriminatory legal liability for the employer. 相似文献
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怎样可以快速获取到各大门户招聘网站最新的招聘信息,为在校大学生提供有力的就业帮助是一个值得我们关注的问题。因此,本文通过对大学生就业信息来源途径以及网页结构特点进行了分析研究和对比,从而提出了基于web的信息招聘信息采集系统思路。 相似文献
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《Labour economics》2005,12(3):281-299
Temporary contracts provide employers with a tool to screen potential new employees and have been shown to provide “stepping stones” into permanent employment for workers. For both reasons, workers on temporary contracts have an incentive to provide more effort than permanent employees. Using indicators for unpaid overtime work and absences taken from the Swiss Labor Force Survey (SLFS), we present evidence that temporary workers indeed provide higher effort than permanent employees: Their probability of working unpaid overtime exceeds that of permanently employed workers by 60%. We show the heterogeneity of this effect across different types of temporary contracts, investigate differences between men and women, and discuss the relevance of endogenous selection into temporary employment. 相似文献
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The Relationship between Unemployment Benefits and Re‐employment Probabilities: Evidence from Spain*
Stephen P. Jenkins Carlos García‐Serrano 《Oxford bulletin of economics and statistics》2004,66(2):239-260
We provide the first Spanish evidence about the effects on re‐employment probabilities of variations in benefit levels and time‐to‐exhaustion. Increases in unemployment insurance (UI) benefit levels had a small disincentive effect on the re‐employment hazard on average. Around this average, there were larger disincentive effects for men with elapsed durations between 4 and 18 months, whereas for men unemployed longer than 18 months, or for men resident in the south, the effect was negligible. Re‐employment hazards increased when UI exhaustion was imminent, but the change was small. Extensions to unemployment assistance eligibility in 1989 for men aged 45+ years lowered re‐employment probabilities. 相似文献